Madhu.T.K
Industrial Relations And Labour Laws
Jeevarathnam
Sr. Manager Hr/admin
Octavious
Hr Manager
R.N.Khola
Labour Laws & Ir
Bijay_majumdar
Freelancer
Archnahr
Consultant, Writer And Trainer
JOSEPHPATRAO
Head Payroll And Compliance
Avinash-babbi1
Hrm & Legal
Jeroo Chandiok
Management Consultancy & Training &
Abbasiti
Assistant Engineer, Indian Telephone Industries,
Samvedan
Consultancy_hr & Ir
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Mallet
Senior Analyst - Talent Management
Yrshirke
Hr / Ir
Nilendrachand
Human Resource
Srinaren
Rtd. Group Vice President In Hr In Export
R Devarajan
Human Resources Manager
Rohan Kelkar
Human Resources Executive
+1 Other

Thread Started by #ajit.majhi07@gmail.com

HI, Here i attach a ppt. on VISION MISSION AND POLICY in an organisation.
25th October 2006 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: ppt vision_mission_and_policy_353.ppt (81.5 KB, 1881 views)

Hi, Give a look at this attachment. It shows the BPO industry in india. If anyone find anything missing please add that and post it again.
25th October 2006 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: xls no_of_bpos_351.xls (118.0 KB, 417 views)

Hi Aijt
Good Morning
In this changeing Business Enviornment.. keeping business live.. very critical.. Business will not run only with the premises.. for that Company should alingn with Enviornment and how the each individal has responsibilites.. towords the nation.. same way.. Company / Business has a responsibilites towards society..
when it comes to howz responsibility.
There are few Co. have saperate CSR Team and most of the company... hr drive the inititaves .. bocz.. HR is the dept which deals with the people and the environment where they live.
As HR we should invlove .. so that people .. support.. ownership.. committment.. team work .. values of the organisation.. and it impact the business.
Regards
Mahesh DS
25th October 2006 From India, Madras
Hi Ajit,
In my view I don’t think this is a direct HR responsibility. The fund for SCR should be allocated by the top management and a team or a person should be in-charge to carry out the project.
But however it is the responsibility of the HR manager to get the employees to be involved in the project. They should be educated why CSR is important and how they also have a responsibility towards the community and the importance of their involvement to such a cause.
HRM or the department has responsibility in getting the employees together to corporate and be involved in CSR.
Regards,
Ashra

25th October 2006 From Sri Lanka
Hello!
As I went through literature I have decided that it is a co-responsibility.
And the more important thing is, it is a tool of HR.
Engaging employees in volunteer efforts is a great way of T&D. Many companies link Corporate Voluntary activities to performance system as well. How to find a project, how to manage EE communication and such needs a very good planning and management of HR.
Attached links and documents may help in case you would like to read about corporate voluntary initiatives through employees.
Albest.
idil
ps. I am a Board Member of a Corporate Voluntary Council, and have bee running programs in the companies in Istanbul.
Guidelines for starting a corporate volunteer program http://charityvillage.com
How to develop a corporate volunteer program
http://charityvillage.com <link updated to site home>
25th October 2006

Attached Files
Membership is required for download. Create An Account First
File Type: doc cvc_employee_volunteering_115.doc (30.0 KB, 661 views)

I’m glad you have added all the big, mediu and small bpo. Also you can refer - nasdaq book/listing
25th October 2006 From India, Mumbai
hi ajit
one cannot exactly define, good and worst companies for HR. if you are an MBA specializing in HR, then you can join any manufacturing company
and if possible try your hand in joining new startup companies, so that you can do all the HR aspects by yourself from the scratch. you can develop all the HR policies, frameworks by yourself and you can develop HR department according to your style. Moreover HR is a purely people management function, it depends on how you tackle and manage the people around you, so enjoying HR or selecting HR companies is only with the person who handles it.
if you want to have any specialization in any HR activity, for the initial stage, you may join some reputed HR consultancy services company and then switch over to manufacturing company.
further doubt,, feel free to ask.
regards
R Devarajan
25th October 2006 From India, Madras
Hi Ajit
I completely aggree with Mr.Devarajan.Its true that HR would be completely managing ppl and framing the best policies with our own style.
But according to some reviews and according to business awards 2005...Sapient and TCS have got the best HR practices awards.So it wd be grrt to wrk with such companies.....
Regards
Smita
25th October 2006 From India, Madras
Hi, I am Jo from Bangalore.My views are based on my professional qualifcation of Level A&B Psychological Assessments from British Psychological Society.

HRD instruments are more generic and more userfriendly assessments that help in the diagnosis of Organisational culture, values, attitudes, etc that will be useful to support any OD/HRD interventions. These can be used as part of training/interventions to help increase awareness of self.

The most cost effective and popular HRD instruments available in India is "HRD Instruments" by Udai Pareek available in most of the good book stores.

Whereas Psychological assessments/instruments fall under two categories: Ability/Aptitude Tests and Personality Assessments.

Ability tests like Reasoning Tests are used for selection. Personality assessments which are trait based like 15FQ+,OPP, 16PF,OPQ are used both for selection and personal development. Personality assessments like Jung Type Indiactor, MBTI, FIRO-B etc are supposed to be used ONLY

for personal developement.

Hope this answers your query.

Best wishes,

Jo

09448270474
25th October 2006 From India, Bangalore
Corporate Social Responsibility is everybody's business. 'Corporate' does not mean all the HR Depts of the world in every company.
HR depts are the facilitators. They have to contact organizations like NGOs or Hospitals or whatever do actually get an idea of what work needs to be done.
SK
25th October 2006 From India, Bangalore
Hi Ajit,
HR is one who looks all such type of activities as we have been tought in the book " SOCIAL SECURITY". Ur fear is correct that if HR will involve in such activities, main activities will be overlooked but we should have broader thought. We are suppose to do with help of organisation top mgt.
Regards
Sidheshwar
25th October 2006 From India, Bangalore
Hi,
I agree on both of you. But my main concern is the value of HR in that organisation. If a company dont give value to HR then it is too tough for me to proof myself in that company. So i want to join a company where the HR dept. is respected and where i will get opportunity to proof myself. In my view the best company for HR means the company that always encourage and respect the HR department.
Ajit
25th October 2006 From India, Mumbai
mr ajit, this devarajan again,
i think your inexperience in any company in the field of HR make you to think like that. Now a days HR is valued most. More that IT, HR functions is given more respect. Because, in any business, more than investing money, you need people to perform, excell themselves and the business, therefore, when we say people, it indirectly lands in HR. people are the main assests for the business and therefore working in HR department is itself is an asset for you.
you first join in a minimum scale industry (be a big fish in a small pond) so that you can extend your functions in all the areas of business. develop policies, speak to people, educate and develop a good culture among the workers, strengthen the policies by facilitating the management and the workers. you will definitely be given respect.
as i told you before, it only in your (our) hands and how you view and assess things in the company.
regards
R Devarajan
25th October 2006 From India, Madras
In a spublic sector organisation, where I was employed, we had a separate department which was primarily dealing with the issues of displaced persons, whose lands were taken for mining purposes. All issues relating to their rehabilitation and settlement were looked after by this department.
Besides, we had a permanent set up, to look after the community development projects for the villagers residing in and around our mines. This included, provision of clean drinking water, financial assistance to schools, health care etc.
These functions were under the supervision and control of HR Department.
cyril
26th October 2006 From India, Nagpur
Hi Ajit,
This was a very good question raised by you.
I feel that HR has to tuch wide horizons..along with the internal functioning it has to do justice to the external links too.
It won't be an exaggaration to say that HR in an orgn holds notonly the HRD portfolio ,but along with it also has to play a role of taking care of the Defence,External Affairs and the Parliamentary Affairs too!
Cheers,
Rohan.
26th October 2006 From India, Mumbai
Hi,
Could anyone please tell me how to calculate the Return On Investment (ROI) for a training and development programme initiated by a company.
It would be better if you can describe it with an example of a T&D programme.
Waiting for reply
Ajit
27th October 2006 From India, Mumbai
Mr. Ajit,
Very provoking question that you have raised.
recently i have worked on one research article in CSR, which is conceptual exploratory one.
i have submited the same to ICFAI journal of Organisational Behaviour, if the article is accepted it may be printed in the issue of Jan 07 since it is quarterly.
in the same i have mentioned CSR can be attained by HR department and many things.
the moment article get printed i will forward one copy to your perusal.
Dr. Sarang Bhola
27th October 2006
Mr. Ajit
HR instruments are very in nature. we do not have any cook book formula or mathematical or statistical model to resolve HR problems in organisation.
for better insight in HR instruments refer book by French and Bell titled Organisational Development
regards
Dr. Sarang Bhola
27th October 2006
Dear Ajith, You have asked a pertinent question on CSR’s Responsibility. My Experience is it is HR’s responsibility.
27th October 2006 From India, Madras
Hi Ajit,

Even am working on the model of measuring ROI on the training programs in costs and benefits and shall share the same once am able to put the things in place.

Till such time please refer the article on this subject..

Regards,

Rajat

TRAINING ROI & EFFECTIVENESS

How can I measure training effectiveness or its return on investment?

One of the keys is to have a defined plan/process when you go or send

a staff member to training. A plan for before training, during

training and what to do after training. Training should be managed so

it can be planned & linked to the business results. Goals must be

clear. Mechanisms should be in place to provide re-enforcement to the

person who is learning for his/her efforts to implement what they

have learned.

Using the PDSA process is one way. For example:

PLAN

How does this training relate to the aim of the organization?

Aim of the division or business unit?

To the person's developmental plan?

How does the training relate to the customer?

Where does it fit into my long term growth?

Why is it important?

* Determine the expectations during training and more important after

training. What are the expected outcomes? How will I practice or

demonstrate my new skills and knowledge.

Create understanding of the linkage between the training and the day

to day activities.

DO

Attend training.

Monitor progress throughout the training.

Participate

Develop an ideas list

Take notes

Network with class mates

Develop a plan for application of ideas.

Teach or share your new skills with someone else.

Maintain contact with network buddies.

STUDY

What was learned?

How will the learning that took place be applied?

Review the linkage to the job and the aim of the organization and the

customer.

Analyze/track to see to what extent learning actually created the

intended business results.

ACT

Integrate the learning into the day to day activities in order to

achieve positive business results.

Continue to monitor or study the results of training over time

(critical data for justification for future training dollars). For

example...

Improved service levels

Increased morale/job satisfaction

Improved performance/production

Improve efficiency (greater production/less staff)

Continue the PDSA thought process . . . .
29th October 2006 From India, Pune
Hi People, Could anyone please explain me what is an OD intervention with an example. What is the role HR play. Waiting for your reply Ajit
29th October 2006 From India, Mumbai
Hi rajat,
Thank you for this information. By this time i also got something on ROI of training. I attach that ppt. here. Hope this will help you to design your model. I am eagerly waiting to know about that.
Ajit
29th October 2006 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: ppt roi1_873.ppt (107.0 KB, 770 views)

These are some of interventions that OD practitioners choose from in partnering with organizational leaders to create "planned change."

Applying criteria to goals

Here the leadership establishes objective criteria for the outputs of the organization's goal-setting processes. Then they hold people accountable not only for stating goals against those criteria but also for producing the desired results.

Establishing inter-unit task forces

These groups can cross both functional parts of the organization (the "silos") as well as employee levels. They are ideally accountable to one person and are appropriately rewarded for completing their assigned task effectively. Then they disband.

Experimentation with alternative arrangements

Today organizations are subject to "management by best-seller." The OD practitioner attempts to get leaders to look for changes that may take 3-5 years to work through. The meta-goal in these interventions is to create what is being called a "learning organization," one that performs experiments on organizational structure and processes, analyzes the results, and builds on them.

Identifying "key communicators"

The OD professional here carefully determines who seems to be "in the know" within the organization. These people often do not know that they are, in fact, key communicators. This collection of individuals are then fed honest information during critical times, one-on-one and confidentially.

Identifying "fireable offenses"

This intervention deepens the understanding of and commitment to the stated values of the organization. The OD professional facilitates the work of the organization's leaders to answer the critical question, "If we're serious about these values, then what might an employee do that would be so affrontive to them that he/she would be fired?"

In-visioning

This is actually a set of interventions that leaders plan with OD's help in order to "acculturate" everyone in the organization into an agreed-upon vision, mission, purpose, and values. The interventions might include training, goal setting, organizational survey-feedback, communications planning, etc.

Team Building

This intervention can take many forms. The most common is interviews and other prework, followed by a one- to three-day offsite session. During the meeting the group diagnoses its function as a unit and plans improvements in its operating procedures See J. E. Jones & W. L. Bearley, TEAMBOOK, published by HRDQ, for a catalog of team-building interventions.

Intergroup Problem Solving

This intervention usually involves working with the two groups separately before bringing them together. They establish common goals and negotiate changes in how the groups interface. [See J. E. Jones & W. L. Bearley, Intergroup Diagnostic Survey, published by HRDQ, for a catalog of intergroup interventions.

Management/leadership training

Many OD professionals come from a training background. They understand that organizations cannot succeed long term without well-trained leaders. The OD contribution there can be to ensure that the development curriculum emphasizes practical, current situations that need attention within the organization and to monitor the degree to which training delivery is sufficiently participative as to promise adequate transfer of learnings to the job.

Setting up measurement systems

The total-quality movement emphasizes that all work is a part of a process and that measurement is essential for process improvement. The OD professional is equipped with tools and techniques to assist leaders and others to create measurement methods and systems to monitor key success indicators.

Studies of structural causes

"Root-cause analysis" is a time-honored quality-improvement tool, and OD practitioners often use it to assist organizational clients to learn how to get down to the basis causes of problems.

Survey-feedback

This technology is probably the most powerful way that OD professionals involve very large numbers of people in diagnosing situations that need attention within the organization and to plan and implement improvements. The general method requires developing reliable, valid questionnaires, collecting data from all personnel, analyzing it for trends, and feeding the results back to everyone for action planning.

"Walk-the-talk" assessment

Most organizations have at least some leaders who "say one thing and do another." This intervention, which can be highly threatening, concentrates on measuring the extent to which the people within the organization are behaving with integrity.

This article covers the most common OD interventions. Every practitioner augments this list with both specially designed interventions that meet the precise needs of clients and with other, more complex interventions such as large-group sessions, and other popular programs. It is important, however, that all OD professionals be completely grounded in these basic interventions.

Hope this will be of help.

Cheers

Archna
30th October 2006 From India, Delhi
Hi everyone, Thanks for your such responses. I would like to receive some more information regarding this. Please seniors share your experiences. waiting for your reply Ajit
30th October 2006 From India, Mumbai
Hi,
Could anyone please explain how to calculate the bonus according to the Payment of Bonus Act, 1965.
I would also like to know what is the min/max bonus to be paid and also will be glad if if you could give me some more information regarding this.
Please explain in a simple way so that anyone can understand.
Waiting for your reply
Ajit
30th October 2006 From India, Mumbai
Hi Ajit,
I am attaching a presentation on Payment of Bonus act 1965.It would explain you all the details of Payment of Bonus act 1965 in short and sweet. The minimum bonus is 8.33% and maximum is 20%. all the details are given in the presentation.
Please feel free to revert in case of any doubts.
Regards,
Mallet.
31st October 2006 From India, Hyderabad

Attached Files
Membership is required for download. Create An Account First
File Type: ppt the_payment_of_bonus_act_188.ppt (91.5 KB, 20153 views)

i dont know how far it has helped ajit... but let me tell u archana ,it has helped me alot... thanks... well i dont kmnow how to post ur queries... kindly instruct if you know ajit...
1st November 2006
hi Mallet, thanx for that presentation but still i have query that can we deduct that 8.33% from every month. please reply me Regards Pallavi
3rd November 2006 From India, Madras
Hi Pallavi,
8.33% is one month's salary. Based on the profit a company makes bonus is negotiated between the union and the management on the scale between 8.33% and 20%. Even if the company is making loss 8.33% is min.
Regards,
Mallet.
3rd November 2006 From India, Hyderabad
Hi everyone, I think i would like to know about the DA. Is it compulsory to pay DA . Waiting for your reply Ajit
7th November 2006 From India, Mumbai
Hi everyone, I have a querry about the holidays declared by the Govt. Is an employer bound to give the holidays declared by the Govt.? Waiting for your reply Ajit
7th November 2006 From India, Mumbai
Hi everyone, I want to know is the leave encashment liable for Provident Fund deductions. Reply soon. Waiting for your response Ajit
7th November 2006 From India, Mumbai
Hi,
Yes, leave encashment attracts PF deduction, when it is paid every year as well as when making full and final settlement to the employees.
It was observed by legal experts that PF deduction on leave encashment can be restricted to the extent of 6500 of monthly basic for the month on which the leave encashment is paid.
eg: Say in Jan you are paying leave encashment, add Dec month actual basic payable to the leave encashment basic ( assuming your leave encashment is on gross) and arrive at the basic that would attract PF
PF Enforcement officer advised me to opt for 6 months basic average instead of one month value( in above case Dec).
If u have any clarifications please feel free to write back
Regards
AM
7th November 2006 From India
Hi Thanks for your reply. But i am really sorry that i couldnot get it exactly. Can u please explain me with an example taking the figures also. I will be thankfull to you. Ajit
7th November 2006 From India, Mumbai
Hi Ajit,
Let us take an example and work it out.
Mr. A has a basic of Rs. 5000 for December 2005. You have to pay leave encashment in January. Now you take the braek up of his salary.
Say Basic 5000, HRA 1000, conveyance 800 medical 1250 Spl allowance 1950 total Rs. 10,000/-.
Now you have to pay him leave encashment for 10 days. You divide his monthly sal by i.e. 10,000/30*10 = 3333 right. In the above figure identify the basic component ie. 5000/30*10= 1666/-.
Now add this to basic payable for dec 2005 say Rs. 5000+1666=6666. The PF Act says your contribution is limited to 6500 per month. Ofcourse over and above is voluntary for the employer.
Now coming back to the probelem deduct PF upto 6500*12% i.e. 780/-. and not on 6666. I also mentioned a further refinement. PF Enforcement officer contends that the basic should be not of one month ( Dec in above example ) but should be an average of alteast 6 months.
Hope the issue is clarified.
Regards,
AM
8th November 2006 From India
hello ajit
normally as per the national and festival holidays act, you must declare paid holiday to employees for a minimum of 9 days during the year.
i.e, 4 days national holiday is compulsory( republic day, may day, independance day and gandhi jayanthi.) out of the remaining 5 days, depending upon from state to state government holidays may vary.
therefore the statutory holidays are mandatory. further you have to notify to the factory inspector, get approved and display the same in your company notice board.
further doubt, you may ask.
R Devarajan
8th November 2006 From India, Madras
Hi Devarajan,
Thanks a lot for this information. I was unaware of the national and festival holidays Act. Thanks a lot.
Could you please give some brief about the PL and CL/SL.
Waiting for your reply
Ajit
8th November 2006 From India, Mumbai
Dear Ajit/ Devarajan,
With regard to your querry/post, i would like to bring to your notice the Rule as per the National Festival and Holidays Act, 1958. As per this Act
"Every employee shall be allowed in each calendar year a holiday of one whole day on 26th Jan, 15th Aug, 1st May and 2nd Oct and nine other holidays each by one whole day for such festivals as the Inspector may , in consultation with the employer and the employees, specify in respect of any industrial establishment.
Provided that in the case of an industrial establishment which commences work for the first time after the commencement of a calendar year, the number of holidays for festivals allowable to an employee under this section during the remainder of the calendar year shall be fixed by the inspector, so however that the number so fixed shall not be less than the number calculated at the rate of one day for every three months or part there of the remainder of such calendar year.
Thanks
Kishore
10th November 2006
Hi,
No. D.A. payment is NOT compulsory as it is not mandated by any law.
However, if the wage is determined by a court of law and it has awarded D.A. under any scheme, then payment of such D.A. is compulsory TILL you are able to negotiate out of existence (and this is indeed possible!).
D.A. conceptaully was brought in during the world war whenthe inflation was so severe that the government had to offer some relief. The government did offer sops in the form of additional payment linked to consumer price index and later this noble deed has gone metamorphosis of the worst kind and today if happen to have D.A. as a part of your emolument structure, it is virtually almost impossible to purge it out of your system (except at an extremely HIGH costs).
Despite all this fortunately there is no law in the statute book that forces an employer to pay D.A.
I hope that answers the question that is raised and also not raised!!
Regards
samvedan
November 10, 2006
10th November 2006 From India, Pune
Hi everyone,
This the topic i choose for the discussion. I would like everyone to please share their views regarding the key issues and challenges faced by Indian IT companies. It will be kind to all if people share their view regarding how it can be solved.
Waiting for your view
Ajit
14th November 2006 From India, Mumbai
hii,
BIGGGGGGGGG CHANLLENGE.....
" IT SERVICE ASSOCIATION " ( TRADE UNION IT SECTOR )
there are many challenges uptill now in IT & BPO's in which one BIG GIANT HAS ADDED.
WEST BENGAL IN INDIA IS THE FIRST PLACE OF FORMATION OF SUCH IT SERVICE ASSOCIATION.
Last news updated 14.11.06 7.00 p.m
14th November 2006 From India, Mumbai
Hi, Could you please tell me what can be the merit and demerit of this "IT SERVICE ASSOCIATION". How it is a big challenge to HR. Waiting for your reply Ajit
15th November 2006 From India, Mumbai
hello Dr.Sarang
i am n final year management student specialising in HR.i am intending to do a research based project on CSR.but i am nto getting a proper start and a direction to proceed.So can you please guide me for this and secondly help me with your article which you have written.as soon as possible
22nd November 2006 From India, Mumbai
dear ajit,

it is really very pertinent quiery you posted.

I am on the belief that HR people must lead for this efforts.

I gave a outline of the SRM whcih clearly indicates the necessity of contribution from HR people

Social Responsibilities of Management

The decisions and actions of the businessmen affect the lives and future of all. Added together the decisions of businessmen, in large, determine for the nation such important matters as the amount of employment, prosperity, rate of economic progress, distribution of income among various groups, etc.” [Howard R. Browen]

Every enterprise must be so conducted that it can serve its own objectives as well as social purpose.” [Prof. Dasgupta]

It is the duty of the businessmen to ensure good working conditions and a good standard of living for workers, to supply customers with goods of acceptable quality at reasonable prices and to fulfill the obligations to the State by the prompt payment of taxes, observance of rules, and cooperation in larger purpose of the society. [J.M.Parsons]

Above are few reference with regard to the social responsibilities of each and every Management.

What are all the responsibilities:

1. Towards community:

Make the best possible or efficient use of the society’s resources.

Provide maximum possible employment opportunities

Keep the environment healthy and free from all types of pollution

Contribute to the upliftment of the weaker sections of the society

Refrain from indulging in anti-social and unethical practices.

2. Towards Customers :

Regular supply of right quality of goods , at right time and place

Charge reasonable prices

Prompt, adequate and continous service

Prompt redressal of customers grievances

True and fair advertisements

Avoid unfair and unethical practices

Abide laws of the land

Pay taxes honestly in time

Avoid corrupting public servants

Encourage fair trade practices

3. To share holders:

Fair return on investment

Safety of investment

Steady appreciation of investment

4. Towards Employees

Fair wages, salaries

Good and safe working conditions

Adequate service benefits

Recognition to employees, their contribution etc.



In India, some facts of social responsibilities are :

Contribution towards economic development of backward regions and weaker sections of the society and to recognize and respect social values, business ethics and cultural heritage.

Cooperate with Government in solving problems like communalism, illiteracy, over population, concentration of income, wealth etc.

Make the country economically self-reliant through export promotion and import substitution.

Make the best of use of national resources

Protect national environment

(Sources : TNOU study materials - Management Prog)

So responsibility towards society is no longer a matter of choice for businessmen, but it is requisite and it is the foremost responsibility of the MANAGER to ensure that social responsibilities are met.

wishes

senthil raj
23rd November 2006 From Costa Rica, San José
Hi everyone,
Find the attached word doc on my SAP ERP HCM. I want to clarify that it is not developed be me and also i am not marketing this product. It is what i get through some where and i thought of sharing the same with everyone.
24th December 2006 From India, Mumbai

Attached Files
Membership is required for download. Create An Account First
File Type: doc mysap_erp_hcm_167.doc (40.0 KB, 528 views)

Hi Ajit,
Is this developed by you? or you are using it and you wanted it to share with all? Can you throw some light on these points? If this ERP is for commercial use, what is the cost of this package?
-Srinaren
24th December 2006 From India, Bangalore
hi all... I m quite interested in this particular activity.....cud anyone anyone tell me which indian companies have a CSR cell.
4th February 2007
can any body tell me whether ESOP is the part of the CTC? Recently i have been alloted 800 shares of my company . Can it be included in CTC or somewhere else. what will be the tax liablities on this?
5th June 2007 From India, Indore
Dear Ajit , If You are not charging extra for shares then it is a part of CTC. If the employee is paying to hold the shares then it shouldnot be included in CTC. Regards Tribikram
5th June 2007 From India, Delhi
Who are known as Whistle-Blowers in an organisation? Is it GOOD or BAD?
7th November 2007 From India, Mumbai

Reply (Add What You Know) Start New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™